PERANCANGAN MODEL HUMAN RESOURCE SCORECARD UNTUK MENGOPTIMALKAN KINERJA SDM DALAM ORGANISASI (STUDI KASUS PADA PT ADXXXX – BANDUNG) - repo unpas

  NPM: 148020131

PERANCANGAN MODEL HUMAN RESOURCE SCORECARD

UNTUK MENGOPTIMALKAN KINERJA SDM

DALAM ORGANISASI

  

(STUDI KASUS PADA PT ADXXXX – BANDUNG)

JURNAL TESIS

Untuk Memenuhi Syarat Mengikuti Sidang Tugas Akhir

Pada Program Studi Magister Manajemen Konsentrasi

Manajemen Sumber Daya Manusia

  

Oleh:

John Herdin E. Sipayung

148020131 NPM: 148020131

PERANCANGAN MODEL HUMAN RESOURCE SCORECARD

UNTUK MENGOPTIMALKAN KINERJA SDM

DALAM ORGANISASI

  

(STUDI KASUS PADA PT ADXXXX – BANDUNG)

  Oleh: John Herdin E. Sipayung

Abstrak

  Keselarasan strategi SDM dengan strategi perusahaan masih terus

menjadi pertanyaan besar tentang bagaimana mereka dapat bekerja bersama

sebagai mitra bisnis, karena SDM sendiri masih diperlakukan sebagai departemen

pendukung. Disisi lain peran SDM dituntut untuk lebih strategis, efisien, efektif

dan produktif selaras dengan strategi perusahaan.

  HR Scorecard dapat membantu manajer SDM untuk memastikan bahwa

semua strategi dan tujuan SDM terukur. Prosesnya dimulai dari pemahaman yang

jelas tentang strategi, misi, dan peta strategi perusahaan dan departemen SDM

menetapkan misinya dan memilih beberapa sasaran perusahaan yang kritis sebagai

bagian dari sasaran SDM untuk memastikan bahwa semua strategi selalu

ditujukan pada sasaran akhir perusahaan.

  Peneliti menginterpretasikan rencana strategis perusahaan, melakukan

pengamatan, melakukan wawancara dan studi literatur untuk dapat memberikan

suatu rancangan dalam rangka mengoptimalkan kinerja SDM dalam organisasi.

Keluaran dari rancangan tersebut adalah mengembangkan program tentang

peningkatan keterampilan dan kompetensi pekerja, persiapan pekerja sesuai

dengan kebutuhan perusahaan, mempertahankan tenaga kerja yang ada. Dan dari

sisi Pembelajaran dan Pertumbuhan, pengembangan sistem evaluasi kinerja

diperlukan untuk memastikan bahwa sistem digunakan secara tepat dan sesuai

dengan tujuan perusahaan dalam konteks sumber daya manusia.

  Perusahaan harus dapat melihat hubungan antara tujuan departemen

SDM dan faktor-faktor kunci yang mendorong kesuksesan perusahaan sebelum

mengerahkan sumber daya manusia ke dalam sistem implementasi strateginya.

Dengan mengukur peran SDM, perusahaan dapat mengukur dampak strategis

keseluruhan sumber daya manusia.

  Rancangan model HR Scorecard ini dapat diusulkan sebagai fokus

departemen SDM dalam mengelola dan mengukur efektifitasya dan dapat

melakukan evaluasi terkait dengan tujuan dan strategi perusahaan dalam peran

SDM. HR Scorecard mendorong manajer untuk menyelaraskan strategi SDM

dengan keseluruhan tujuan perusahaan, sehingga dapat melakukan perbaikan dan

evaluasi kinerja dan dapat digunakan dalam manajemen perubahan dan NPM: 148020131

Abstract

  

The alignment between optimized HR performance with the corporate strategy is

still have a big question about how they can be work together as business partner

since the HR itself treated as the supporting department. On the otherhand the

current competition era had asked the role of the HR have to be more and more

strategic in term of the efficiencies, effectivities and productivities of all HR roles

in order to make sure that all the company strategies can be achieved trhough the

HR roloes and strategic alignment.

HR Scorecard as a part of the Balance Scorecard can help the HR manager to

make sure that all of the HR strategies and objectives measured in term of the

strategic alignment. The process starting from the clear understanding of the

corporate strategy, mission, and mapping and the HR department with their

mission then choosing the critical fews of the corporate objectives as a part of the

HR objectives to make sure that all the corporate strategy always put as the final

objectives.

The researcher had studied and interpreted the company strategic planning, field

observed, interviewed and literature studied to have the HR Scorecard Design to

optimized the HR performance in the organization. And the output of the design

obtained from the results of the HR department focus are to develop a program

on workforce improving skills and competencies, preparation of workers in

accordance with the company's needs, maintaining the existing workforce, the

percentage of participants BPJS and other insurance. And from the Learning and

Growth side, the development of a performance evaluation system is needed to

ensure that the system is used appropriately and in accordance with the

company's objectives in the context of human resources.

Companies should be able to see the connection between the HR department

objectives and the key factors that driving the company's success before deploying

human resources into its strategy implementation system. By measuring the

effects of HR on these drivers, firm can measure the overall strategic impact of

human resources.

The design of the human resource scorecard model can be used and developed as

the focus of the HR department in managing and measuring its performance. The

HR department can be measure the initiatives and can be evaluate in relation to

the company goals and the strategies especially in HR roles. The HR department

role will be more optimized in its performance, as the HR Scorecard encourages

managers to understand how to align HR strategies with the overall corporate

objectives as a whole, so as to conduct tracking and evaluate the performance of

corporate strategy and can be used in change management and continuous

learning.

  Key words: strategy, performance, hr scorecard, key performance indicator

  NPM: 148020131

  

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